Impact of Leadership & Teamwork on Tesco's Organisational Behaviour

This report provides an analysis of organisational behaviour within Tesco, a multinational grocery and merchandise retailer. It examines the relationship between organisational structure and performance, focusing on functional, divisional, matrix, team, and network structures. The report highlights the different tasks and skills a manager can apply to ensure operational effectiveness, including effective communication, leadership, and team-building skills. It also explores how leadership can inspire and motivate staff members to improve performance, emphasising the importance of providing a vision, communicating effectively, setting clear goals, leading by example, encouraging teamwork, and offering praise and rewards. Furthermore, the report discusses factors influencing group and team behaviour, such as social interaction, perception of a group, interdependence, favouritism, and commonality of purpose. The Bruce Tuckman model is used to illustrate team development stages. The report concludes that understanding organisational behaviour is crucial for achieving company goals and objectives.

2 – Organisational Behaviour

Table of Content
 Introduction
 About the organisation
 Relationship between organisational structure and organisational performance
 Different tasks and Skills, a manager can apply to ensure operational effectiveness
 How Leadership can inspire and motivate staff members to improve performances
 Factors influencing group and team behavior
 Bruce Tuckman model
 Conclusion
 References

Introduction
 It is important for an organisation to know about all the individuals that are
working. As the employees are working assets of the company so motivating them
by understanding the at every level is beneficial for the organisation.
 It is seen that behaviour of employees is different and it is duty of management to
understand the same and provide them environment where they can work
effectively (Nikolakis, Maratos and Makris, 2019).
 The real performance of the company lies in the hands of the employees.

About the organisation
 Tesco is multinational organisation that has its operation around
the globe. It is one of the British multinational groceries and
general merchandise retailer. It is noted that the company has
its headquarters in England and was formulated was established
102 years back in 1919 by Jack Cohen.
 It is important to note that the company is third largest in the
entire world if measured in gross revenue and is ninth largest if
it is considered in net revenue. It is vital to note that Tesco is
able to operate effectively due to its proper management of
employees.

Relationship between organisational
structure and organisational performance
 It is important to note that the each and every company use
their own structure according to their size and products they
are dealing.
 Functional Structure: It is seen that all the functions of
company are separated and they have their own superior. The
employees doing and working in the function has to contact
to that superior. In such a case there is no overlapping of
tasks and all the work is done by employees effectively
(Yang, Bisson and Sanborn, 2019).

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 Divisional Structure: It is another type of
structure. It is seen that under divisional structure
the work is divided as per the product or any
other division. It is important to note that the
managers keep track on the work done by all the
employees (Romero, 2017).

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 Matrix Structure: It is important to note that matrix
structure is combination of both functional and
divisional structure (Lewis, Glambek and Hoel, 2020).
Under this structure the employee is associated in two
teams that is one is related to the functional group and
another is associated with divisional group.
 Team Structure: This type of structure is formulated to
complete a assigned work. It is seen that to find
solution of a problem or to complete a project teams
are formulated.

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 Network Structure: It is a structure in which organisation rely on other
organisations to complete the work and some important roles. The person
performs the activity in a specialised way and are given payment for the same.
 And this reduces the requirement of staff as the work is done by specialised
personnel. At the same time there is lack of control as the work is done by others.
 It is important to note that it is suitable for the organisations that want to focus on
their own work and earn revenue from the core activity.

Different tasks and Skills, a manager can
apply to ensure operational effectiveness
 It is important to note that in each and every task manager
plays a vital role in success of the organisation. It is seen
that a company is able to achieve success if the manager
motivates them and keep them working (Dirani and Hamie,
2017).
 Effective communication: It is important to note that
communication skills play a vital role in making all the
team members understand. It is seen that while giving
training to the employees that are new in the organisation
communication skills are must.

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 Leadership Skills: At the time of bringing change or
developing any product, bringing innovation there is
requirement of good leadership skills. As a leader
helps to show direction to the team members and help
them adapt change by overcoming the challenges.
 Team building Skills: It is important to note that
team building skills are helpful for all the employees
so that they can work effectively (Durugbo, 2020).

How Leadership can inspire and motivate
staff members to improve performances
 Leader is one of the vital person in an organisation. It is seen
that a company needs leader that helps them to work
effectively and achieve goals and objectives. If the
employees feel comfortable in the organisation and
understand their work they are able to complete all the goals
and objectives that re assigned to them (Gassmann, Böhm
and Palmié, 2019).
 Provide a vision and purpose: It is seen that each and ever
company has their own vision and if the leader of the
organisation will work to give the employees purpose to

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 Communicate with the team: Regular
interaction with the employees of the
organisation help to know their problems and
find solution (Riemer, Schellhammer and
Meinert, 2019).
 Set clear goal: If a leader of the organisation
will set clear goals and communicate them
effectively to all the member than the will know
the targets and work upon them effectively
(Bal, 2017).

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 Lead by example: It is seen that if the leader provides
examples to the team members they are able to
understand each and every thing in an effective manner.
 Encourage teamwork:The leader of an organisation
should have ability to encourage team so that team
members top achieve goals and objectives.
 Give praise and rewards: It is seen that if the leader
and management of the company regularly monitors the
performance f the employees.

Factors influencing group and team
behaviour
 There is no single workplace available in the market which cannot comprised by
group of individuals. The behaviour of group and team members is very important
for the organisation’s culture and performance (Atkins and et. al., 2017).
 Social interaction: It is define as the interaction between group members out of
the work that means people which include in the group should interact with each
other before forming of any group. It is very important because with the help of
social interaction they are able to analyse point of view which makes group
effective.

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 Perception of a group: It is very well known by every
organisation that each group has a feeling and culture that why
they exist in the company. For example, Tesco is forming of
working committee in which many members are meeting in a
month for the purpose of reviewing the fiscal policy of an
organisation.
 Interdependence: Every member of a team or group is always
mutually dependent to each other because the purpose of
forming a group is common for every people. In a group, every
person has different skills and knowledge which helps group to

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 Favouritism: It is considering as a negative influence on the group behaviour.
The reason behind is it leads to bad impact on individual behaviour. This can be
understood with the help of example.
 Commonality of purpose: The purpose of each member in the group should be
common if organization is looking forward to achieve their goals and
objectives.Purpose of forming a group should be common because then only
organisation can achieve their goals and objectives

Bruce Tuckman model
 In the stage of forming, the team has just introduced in a
polite and pleasant manner (Jaiswal and Kant, 2018). That
means each member is starting to interact with each other
in order to know the other team members.
 The second stage is storming in which organisation is
assigning a task to every member that leads to an
excitement in which some personalities maybe clashes. It
is very important stage because every person needs to
contact with each other in order to complete the task.

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 In the third stage, team members of organisation are starting to appreciate and
notice their team strength (Veerakumar, 2017). Everyone has playing their own
role and contribution for the purpose of achieving a common goal.
 Fourth stage of Bruce Tuckman model is focusing on the stage where members of
3 are motivated, familiar and confident as they are now supervise each other and
become capable to achieve the task.
 Last stage which is adjoining where the project is end and the team members are
separate with each other.

Conclusion
 From the above discussion, it is analysed that organisation behaviour is the study
of human mankind which is necessary to understand by company in order to
achieve their goals and objectives.
 For that purpose, company should also analyse the organisational structure and
performance because it is a relationship which exist between them.
 In addition to this, this report also analyse the different skills and task which
applied by manager for the effectiveness of operations.

References
 AM, E.N., Affandi, A., Udobong, A. and Sarwani, S., 2020. Implementation of
human resource management in the adaptation period for new habits.
International Journal of Educational Administration, Management, and
Leadership, pp.19-26.
 Bal, M., 2017. Dignity in the workplace: New theoretical perspectives. Springer.
 Bienhaus, F. and Haddud, A., 2018. Procurement 4.0: factors influencing the
digitisation of procurement and supply chains. Business Process Management
Journal.
 Dessart, F. J., Barreiro-Hurlé, J. and van Bavel, R., 2019. Behavioural factors
affecting the adoption of sustainable farming practices: a policy-oriented
review. European Review of Agricultural Economics, 46(3), pp.417-471.

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